Gender und Arbeitsmarkt
Das Themendossier "Gender und Arbeitsmarkt" bietet wissenschaftliche und politiknahe Veröffentlichungen zu den Themen Erwerbsbeteiligung von Frauen und Männern, Müttern und Vätern, Berufsrückkehrenden, Betreuung/Pflege und Arbeitsteilung in der Familie, Work-Life-Management, Determinanten der Erwerbsbeteiligung, geschlechtsspezifische Lohnunterschiede, familien- und steuerpolitische Regelungen sowie Arbeitsmarktpolitik für Frauen und Männer.
Mit dem Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehr – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug
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Literaturhinweis
Same degrees, different outcomes? Fields of study choices and gender wage inequality in Finland and Germany (2024)
Hägglund, Anna Erika;Zitatform
Hägglund, Anna Erika (2024): Same degrees, different outcomes? Fields of study choices and gender wage inequality in Finland and Germany. In: Social science research, Jg. 122. DOI:10.1016/j.ssresearch.2024.103029
Abstract
"Men and women's diverging fields of study choices contribute to the gender wage gap among highly educated workers in several countries, yet systematic cross-national comparisons are rare. Using data from the German Socio-Economic Panel Study, the German Microcensus, and Statistics Finland this study explores whether fields of study shape the gender wage gap differently in Germany than in Finland; two countries that display strong linkages between education and employment, but differ in the generosity of family policies. The results show that fields of study are an important source of gender wage disparities in both countries. In Germany, associations between characteristics of fields and wages do not seem to differ between the genders. In Finland, the findings suggest that women profit more than men from fields with strong linkages to occupations. Our findings highlight that research analyzing the association between fields of study and gender inequality needs to consider institutional features and gender-specific patterns." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
Weiterführende Informationen
Korrigendum -
Literaturhinweis
The Gender Gap in Earnings Losses After Job Displacement (2024)
Zitatform
Illing, Hannah, Johannes F. Schmieder & Simon Trenkle (2024): The Gender Gap in Earnings Losses After Job Displacement. In: Journal of the European Economic Association, Jg. 22, H. 5, S. 2108-2147., 2023-10-07. DOI:10.1093/jeea/jvae019
Abstract
"We compare men and women who are displaced from similar jobs by applying an event study design combined with propensity score matching and reweighting to administrative data from Germany. After a mass layoff, women’ s earnings losses are about 35% higher than men’ s, with the gap persisting five years after displacement. This is partly explained by women taking up more part-time employment, but even women’ s full-time wage losses are almost 50% higher than men’ s. Parenthood magnifies the gender gap sharply. Finally, displaced women spend less time on job search and apply for lower-paid jobs, highlighting the importance of labor supply decisions." (Author's abstract, IAB-Doku, © Oxford Academic) ((en))
Ähnliche Treffer
- frühere (möglicherweise abweichende) Version erschienen u.d.T. "The Gender Gap in Earnings Losses after Job Displacement" als: IZA discussion paper, 14724
- frühere (möglicherweise abweichende) Version erschienen u.d.T. "The Gender Gap in Earnings Losses after Job Displacement" als: NBER working paper, 29251
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Literaturhinweis
Demography, Human Capital Investment, and Lifetime Earnings for Women and Men (2024)
Zitatform
Jacobsen, Joyce P., Melanie Khamis & Mutlu Yuksel (2024): Demography, Human Capital Investment, and Lifetime Earnings for Women and Men. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16936), Bonn, 32 S.
Abstract
"Can the demographic trends of increased life expectancy and decreasing birth rates, along with the labor market patterns of returns to human capital investment and changes in real hourly earnings, account for changes in women's and men's lifetime earnings? Using a Vector Error Correction Model to analyze annual US CPS data from 1964 to 2019, we find patterns linking these factors and demonstrating that they have significant roles to women's lifetime earnings but not to men's. These findings are consistent with the convergence of gender earning gap has occurred mainly due to women's responses to changing demographic and socioeconomic factors." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The gender pay gap in medicine: evidence from Britain (2024)
Zitatform
Jones, Melanie & Ezgi Kaya (2024): The gender pay gap in medicine: evidence from Britain. In: Oxford economic papers, Jg. 76, H. 4, S. 1033-1051. DOI:10.1093/oep/gpad050
Abstract
"This study quantifies the drivers of the gender pay gap among medical doctors in the British public sector, both at the mean and across the earnings distribution. We make comparisons to private sector doctors, as well as to other public sector health professionals and find that the substantial 22% hourly gender pay gap among public sector doctors, which is predominately unexplained by personal and work-related characteristics, is far larger than in these comparator occupations. Our evidence suggests sector–occupation-specific drivers of gender pay inequality among public sector doctors, which are particularly pronounced at the top end of the wage distribution." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Regionaler Gender Pay Gap: Die Branchenstruktur vor Ort macht den Unterschied (Interview) (2024)
Zitatform
Keitel, Christiane; Michaela Fuchs & Anja Rossen (interviewte Person) (2024): Regionaler Gender Pay Gap: Die Branchenstruktur vor Ort macht den Unterschied (Interview). In: IAB-Forum H. 04.03.2024. DOI:10.48720/IAB.FOO.20240304.02
Abstract
"Dass Frauen in Deutschland im Schnitt deutlich weniger verdienen als Männer, ist den meisten Menschen bewusst. Die nationale Betrachtung verdeckt jedoch große Unterschiede zwischen den einzelnen Regionen. Anlässlich des deutschlandweiten Equal Pay Days, der 2024 auf den 6. März fällt, haben Regionalforscherinnen aus dem IAB einen Bericht vorgelegt, der den Gender Pay Gap auf regionaler Ebene aufzeigt. Die Redaktion des IAB-Forums hat dazu bei Michaela Fuchs und Anja Rossen nachgefragt.." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Gender differences in wage expectations and negotiation (2024)
Zitatform
Kiessling, Lukas, Pia Pinger, Philipp Seegers & Jan Bergerhoff (2024): Gender differences in wage expectations and negotiation. In: Labour Economics, Jg. 87. DOI:10.1016/j.labeco.2024.102505
Abstract
"This paper presents evidence from a large-scale study on gender differences in expected wages before labor market entry. Based on data for over 15,000 students, we document a significant and large gender gap in wage expectations that resembles actual wage differences, prevails across subgroups, and along the entire distribution. Over the life-cycle this gap amounts to roughly half a million Euros. Our findings further suggest that expected wages relate to expected asking and reservation wages and that a difference in plans about ‘‘boldness’’ during prospective wage negotiations pertains to gender difference in expected and actual wages. Given the importance of wage expectations for labor market decisions, household bargaining, and wage setting, our results provide an explanation for persistent gender inequalities." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Child Penalties and the Gender Gap in Home Production and the Labor Market (2024)
Zitatform
Koopmans, Pim, Max van Lent & Jim Been (2024): Child Penalties and the Gender Gap in Home Production and the Labor Market. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16871), Bonn, 30 S.
Abstract
"The consequence of the arrival of children for the gender wage gap - known as the child penalty - is substantial and has been documented for many countries. Little is still known about the impact of having children beyond paid work in the labor market, such as home production. In this paper we estimate - deploying an event study with Dutch survey data - the child penalty in both home production and the labor market. In line with the literature we find no labor market effects for men. For women we find a strong reduction in work hours and lower wages. However, we find an increase in home production for women roughly similar to the decline in paid work. Consequently, time allocated to the labor market plus home production is roughly equal across gender before and after the arrival of children. This result rejects the hypothesis that women substitute paid work for leisure after the arrival of children." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Now, Women Do Ask: A Call to Update Beliefs about the Gender Pay Gap (2024)
Zitatform
Kray, Laura, Jessica Kennedy & Margaret Lee (2024): Now, Women Do Ask: A Call to Update Beliefs about the Gender Pay Gap. In: The Academy of Management Discoveries, Jg. 10, H. 1, S. 11-37. DOI:10.5465/amd.2022.0021
Abstract
"For over two decades, gender differences in the propensity to negotiate have been thought to explain the gender pay gap. We ask whether a “women don’t ask” pattern holds today among working adults. We compare estimates of gender differences in negotiation propensity (Study 1) with actual patterns from MBA students (n = 1,435) and alumni (n = 1,939) from a top U.S. business school (Studies 2A-2B). Contrary to lay beliefs, women report negotiating their salaries more often (not less) than men. We then re-analyze meta-analytic data on self-reported initiation of salary negotiations to reconcile our findings with prior work (Study 2C). While men reported higher negotiation propensity than women prior to the twenty-first century, the gender difference grew neutral and then reversed since then. Negotiation propensity rose across time for both men and women, although to differing degrees. Finally, we explore the consequences of the now-outdated belief that “women don’t ask,” finding that it increases gender stereotyping, even on dimensions unrelated to negotiation, and it is associated with both greater system-justification and weaker support for legislation addressing pay equity (Studies 3 and 4). Our research calls for an updating of beliefs about gender and the propensity to negotiate for pay." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does gender of firm ownership matter? Female entrepreneurs and the gender pay gap (2024)
Zitatform
Kritikos, Alexander S., Mika Maliranta, Veera Nippala & Satu Nurmi (2024): Does gender of firm ownership matter? Female entrepreneurs and the gender pay gap. (GLO discussion paper / Global Labor Organization 1422), Essen, 39 S.
Abstract
"We examine how the gender of business-owners is related to the wages paid to female relative to male employees working in their firms. Using Finnish register data and employing firm fixed effects, we find that the gender pay gap is - starting from a gender pay gap of 11 to 12 percent - two to three percentage-points lower for hourly wages in female-owned firms than in male-owned firms. Results are robust to how the wage is measured, as well as to various further robustness checks. More importantly, we find substantial differences between industries. While, for instance, in the manufacturing sector, the gender of the owner plays no role for the gender pay gap, in several service sector industries, like ICT or business services, no or a negligible gender pay gap can be found, but only when firms are led by female business owners. Businesses in male ownership maintain a gender pay gap of around 10 percent also in the latter industries. With increasing firm size, the influence of the gender of the owner, however, fades. In large firms, it seems that others - firm managers - determine wages and no differences in the pay gap are observed between male- and female-owned firms." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does gender of firm ownership matter? Female entrepreneurs and the gender pay gap (2024)
Zitatform
Kritikos, Alexander S., Mika Maliranta, Veera Nippala & Satu Nurmi (2024): Does gender of firm ownership matter? Female entrepreneurs and the gender pay gap. In: Journal of Population Economics, Jg. 37. DOI:10.1007/s00148-024-01030-x
Abstract
"We examine how the gender of business owners is related to the wages paid to female relative to male employees working in their firms. Using Finnish register data and employing firm fixed effects, we find that the gender pay gap is - starting froma gender pay gap of 11 to 12% - two to three percentage points lower for hourly wages in female-owned firms than in male-owned firms. Results are robust to how the wage is measured, as well as to various further robustness checks. More importantly, we find substantial differences between industries. While, for instance, in the manufacturing sector, the gender of the owner plays no role in the gender pay gap, in several service sector industries, like ICT or business services, no or a negligible gender pay gap can be found, but only when firms are led by female business owners. Businesses with male ownership maintain a gender pay gap of around 10% also in the latter industries. With increasing firm size, the influence of the gender of the owner, however, fades. In large firms, it seems that others - firm Managers - determine wages and no differences in the pay gap are observed between male- and female-owned firms." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
The gendered character of claims-making: A longitudinal analysis (2024)
Zitatform
Lükemann, Laura & Anja-Kristin Abendroth (2024): The gendered character of claims-making: A longitudinal analysis. In: Research in Social Stratification and Mobility, Jg. 93. DOI:10.1016/j.rssm.2024.100955
Abstract
"In this article, we examine the gendered outcomes of career negotiations, which involve employees discussing career advancements with their direct supervisors. We apply relational inequality theory, which conceptualizes career negotiations as instances of relational claims-making, to explain gender differences in returns in terms of hourly wages, occupational status, and subjective perceptions of job advancements. Our empirical approach employs individual fixed-effect models using three waves of unique German linked employer-employee panel data on 2090 employees across 131 workplaces (LEEP-B3; 2012–2019). We find that men discussing career advancements with supervisors, experience pay raises and occupational upward mobility, whereas women do not. Yet, we find only minor gender differences in perceived job advancements following career negotiations. In workplaces with a more balanced gender representation in management and supervisory positions, women’s wage returns from negotiations increase. Although individual negotiations seem to perpetuate gender inequalities, workplace structures can weaken inequality-generating mechanisms." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The Gender Pay Gap at the Early Stages of Academic Careers (2024)
Zitatform
Magda, Iga, Jacek Bieliński, Marzena Feldy & Anna Knapińska (2024): The Gender Pay Gap at the Early Stages of Academic Careers. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17063), Bonn, 31 S.
Abstract
"The number of countries that have devoted time and attention to establishing gender equality regulations in academia is increasing. However, various studies indicate that women remain underrepresented among tenured faculty and in senior positions, and that female academic staff earn less than male ones. The reasons for these gaps, in particular those specific to academia, remain unclear. This article analyzes Polish female and male PhD graduates to measure the pay gap between them and its progression over time. The article studies the sources of the pay gap, with a special focus on parenthood. It draws on a dataset that covers the entire population of PhD holders who were awarded their degrees and were hired at any Polish university between 2014 and 2018. The study's results reveal that despite equal pay regulations, a relatively narrow (3–5%) but stable adjusted gender pay gap already exists among early-career academics who do not have children, and that the gap widens considerably when income from outside academia (6–11%) is considered. Basic incomes of mothers in academia are 18–20% lower than those of nonmothers. A substantial fatherhood wage premium (33–37%) arises when all sources of income are considered. Academia is not necessarily an equal workplace." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Age dynamics of the gender wage gap: An analysis with matched employer-employee microdata for Spain (2024)
Murillo Huertas, Inés P.; Raymond, José L.;Zitatform
Murillo Huertas, Inés P. & José L. Raymond (2024): Age dynamics of the gender wage gap: An analysis with matched employer-employee microdata for Spain. In: The Journal of Industrial Relations, Jg. 66, H. 2, S. 186-214. DOI:10.1177/00221856241229132
Abstract
"The aim of this research is to provide new evidence on the evolution of the gender wage gap by age using matched employer-employee microdata for Spain, taking into account changes across generations with respect to the age dynamics of the pay gap. We propose a wage equation controlling for age effects and their differences by gender. We estimate this equation by year taking advantage of overlapping cross-sectional microdata. We then calculate the variation of the gender wage gap for individuals with the same age but belonging to different generations as each wave of our data encompasses common birth cohorts. Our results suggest that the gender wage gap in the case of Spain tends to decrease both over time and across generations. By contrast, it tends to widen as women get older, which is consistent with previous research for other countries. These trends are robust to changes in the wage equation specification and apply even for comparisons of very similar men and women working at very similar firms. In fact, segregation appears to play an important role in the evolution of the gender wage gap along the career." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Long Way to Gender Equality: Gender Pay Differences in Germany, 1871-2021 (2024)
Neef, Theresa;Zitatform
Neef, Theresa (2024): The Long Way to Gender Equality: Gender Pay Differences in Germany, 1871-2021. (Working paper / World Inequality Lab 2024/02), Paris, 54 S.
Abstract
"This paper provides the first time series of the gender earnings ratio for the full-time employed workforce in Germany since the 1870s and compares Germany's path with the Swedish and U.S. cases. The industrialization period yielded slow advances in economic gender relations due to women's delayed inclusion in the industrial workforce. The first half of the 20th century exhibited a marked leap. In Germany, the gender earnings ratio increased from 47% in 1913 to 58% in 1937. Similar increases are visible in Sweden and the United States. In all three countries, the interplay between increased women's education and increased returns to education due to the expanding white-collar sector fueled pay convergence. Yet in Germany, women's educational catch-up was slowed due to the dominance of on-the-job vocational training. German women's migration from low-paid agricultural work to higher-paid white-collar jobs was predominantly increasing the gender pay ratio. The postwar period brought diverging developments between Germany, Sweden and the United States due to different economic conditions and policy action." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labour market segmentation and the gender wage gap in Spain (2024)
Zitatform
Núñez, Hernández Fernando, Carlos Usabiaga & de Toledo Pablo Álvarez (2024): Labour market segmentation and the gender wage gap in Spain. In: International Journal of Manpower, Jg. 45, H. 10, S. 16-41. DOI:10.1108/IJM-10-2023-0601
Abstract
"Purpose: The purpose of this study is to analyze the gender wage gap (GWG) in Spain adopting a labor market segmentation approach. Once we obtain the different labor segments (or idiosyncratic labor markets), we are able to decompose the GWG into its observed and unobserved heterogeneity components. Design/methodology/approach We use the data from the Continuous Sample of Working Lives for the year 2021 (matched employer–employee [EE] data). Contingency tables and clustering techniques are applied to employment data to identify idiosyncratic labour markets where men and/or women of different ages tend to match/associate with different sectors of activity and occupation groups. Once this “heatmap” of labour associations is known, we can analyze its hottest areas (the idiosyncratic labor markets) from the perspective of wage discrimination by gender (Oaxaca-Blinder model). Findings In Spain, in general, men are paid more than women, and this is not always justified by their respective attributes. Among our results, the fact stands out that women tend to move to those idiosyncratic markets (biclusters) where the GWG (in favour of men) is smaller. Research limitations/implications It has not been possible to obtain remuneration data by job-placement, but an annual EE relationship is used. Future research should attempt to analyse the GWG across the wage distribution in the different idiosyncratic markets. Practical implications Our combination of methodologies can be adapted to other economies and variables and provides detailed information on the labour-matching process and gender wage discrimination in segmented labor markets. Social implications Our contribution is very important for labor market policies, trying to reduce unfair inequalities. Originality/value The study of the GWG from a novel labor segmentation perspective can be interesting for other researchers, institutions and policy makers." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
The Rules of the Game: Local Wage Bargaining and the Gender Pay Gap (2024)
Zitatform
Olsson, Maria & Oskar Nordström Skans (2024): The Rules of the Game: Local Wage Bargaining and the Gender Pay Gap. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17381), Bonn, 33 S.
Abstract
"We study how local bargaining institutions affect the within-job gender wage gap among Swedish blue collar workers. Collective agreements with varying degrees of local flexibility tend to cover blue-collar workers across different occupations within the same firm. As a consequence, workers performing the same tasks but in different firms are covered by different agreements. We show that the gender pay gap is substantially reduced in jobs covered by collective agreements that guarantee each worker a minimum pay raise every year. Bargaining constraints have a greater impact on gender equality in settings where females are underrepresented. Effects are smaller in more productive firms as these firms can share rents above the contractual minimum with less constraints, even when formal contracts are rigid. Overall, the results suggest that the specifics of local bargaining institutions can play an important role in shaping gender wage disparities among low-paid workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The role of bargaining and discrimination in the gender wage gap in France: A cross-country perspective (2024)
Palladino, Marco G.; Bertheau, Antoine ; Nordström Skans, Oskar ; Lassen, Anne Sophie ; Gülümser, Dogan; Barreto, César; Hijzen, Alexander; Muraközy, Balázs;Zitatform
Palladino, Marco G., Antoine Bertheau, César Barreto, Dogan Gülümser, Alexander Hijzen, Anne Sophie Lassen, Balázs Muraközy & Oskar Nordström Skans (2024): The role of bargaining and discrimination in the gender wage gap in France. A cross-country perspective. (OECD social, employment and migration working papers 315), Paris, 34 S. DOI:10.1787/1fd68687-en
Abstract
"This paper contributes to a better understanding of the role of bargaining and discrimination in the gender wage gap in France and four other European countries using comprehensive linked employer-employee data. The role of bargaining and discrimination is analysed by focusing on systematic differences in wage-setting practices between men and women in the same firm through the estimation of gender-specific firm wage premia. The paper provides three key insights. First, bargaining and discrimination account for only a small part of the gender wage gap in France. Second, the component of the gender wage gap that can be attributed to bargaining and discrimination is higher in high-wage firms in all countries considered. Third, cross-country differences in the importance of bargaining and discrimination in the gender wage gap reflect both systematic differences in wage-setting practices within firms and imperfections in the product market that generate persistent rents." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unequal Hiring Wages and Their Impact on the Gender Pay Gap (2024)
Zitatform
Pham, Tho, Daniel Schaefer & Carl Singleton (2024): Unequal Hiring Wages and Their Impact on the Gender Pay Gap. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17285), Bonn, 43 S.
Abstract
"National payroll earnings data reveal that men are generally paid more than women when they enter firms. Although this hiring wage gap has narrowed over the past two decades, it still accounts for over half of the overall gender pay gap in Great Britain. Even when firms hire men and women into the same specific occupation at roughly the same time, and accounting for previous work experience, there remains an unexplained hiring wage gap within jobs that favours men by 2.6%. These findings suggest that gender pay gap reporting laws that focus exclusively on the overall gaps within employers miss an important margin. Mandating employers to additionally disclose their wage gaps among newly hired workers could be highly informative." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Outside the box? – Women's individual poverty risk in the EU and the role of labor market characteristics and tax-benefit policies (2024)
Zitatform
Popova, Daria, Katrin Gasior & Silvia Avram (2024): Outside the box? – Women's individual poverty risk in the EU and the role of labor market characteristics and tax-benefit policies. (ISER working paper series / Institute for Social and Economic Research, University of Essex 2024-02), Colchester, 31 S.
Abstract
"Social policy debates as early as the 1950s have focused on the activation of individuals into employment. This assumes jobs with good work-ing conditions and fair pay; ignores women's reality of part-time work, unpaid care work and the gender pay gap; and has often resulted in the weakening of traditional social protection. We study the individual poverty risk of women under the adult worker paradigm across the EU using the tax-benefit model EUROMOD and EU-SILC data. Comparing the individual poverty risk of working-age women to the benchmark of typical male workers, we highlight heterogeneity driven by women's economic situation and job characteristics and analyze the role of the tax-benefit system in reducing the gap. The analysis shows that only slightly more than one third of women isn't the adult worker model, while this is the case for almost two thirds of men. Inactive and unemployed women are particularly likely to be vulnerable to poverty, but even women with the same characteristics as male reference workers experience a higher poverty risk, highlighting the role of the gender pay gap. Benefits cushion some of the gendered labor market differences but are often not generous enough for unemployed and inactive women or not sufficiently available for self-employed women. Women in atypical employment are furthermore disproportionally affected by taxes and social insurance contributions as they lead to a higher poverty rate, contributing to a larger gap compared to typical male workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Public sector wage compression and wage inequality: gender and geographic heterogeneity (2024)
Zitatform
Rattsø, Jørn & Hildegunn E. Stokke (2024): Public sector wage compression and wage inequality: gender and geographic heterogeneity. In: Oxford economic papers, Jg. 76, H. 3, S. 722-740. DOI:10.1093/oep/gpad040
Abstract
"Studies of wage inequality concentrate on private wages. Public sector wages are typically assumed to contribute to the overall wage equality. We challenge this understanding in an analysis of the relative skill premium in the public versus private sectors. The analysis of heterogeneity across gender and geography is based on rich register data for Norway. The raw data confirm the relative wage compression in the public sector. However, this is a male phenomenon and only prevalent in large cities when unobserved worker and firm characteristics are taken into account. With identification based on shifters between private and public sectors and movers between city-size groups, wage setting for female workers in the public sector increases wage inequality in all regions, particularly in the periphery. The result is consistent with policies promoting the recruitment of high-educated female workers and the expansion of public services in the periphery counterbalancing the desired equality effect of public wages." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wage inequality consequences of expanding public childcare (2024)
Riedel, Lukas;Zitatform
Riedel, Lukas (2024): Wage inequality consequences of expanding public childcare. (ZEW discussion paper 24-006), Mannheim, 56 S.
Abstract
"This paper assesses the impact of a large expansion of public childcare in Germany on wage inequality. Exploiting regional variation in childcare supply over the 1990s, I show that in regions with stronger increases in childcare, wage inequality among women increased less strongly compared to regions with smaller increases. This is primarily driven by the lower half of the wage distribution and qualitatively similar for full- and part-time workers. Larger expansions in childcare, however, do not contribute to a further closing of the gender wage gap." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Role of the Ask Gap in Gender Pay Inequality (2024)
Zitatform
Roussille, Nina (2024): The Role of the Ask Gap in Gender Pay Inequality. In: The Quarterly Journal of Economics, Jg. 139, H. 3, S. 1557-1610. DOI:10.1093/qje/qjae004
Abstract
"The gender ask gap measures the extent to which women ask for lower salaries than comparable men. This article studies its role in generating wage inequality, using novel data from an online recruitment platform for full-time engineering jobs: Hired.com. To use the platform, job candidates must post an ask salary, stating how much they want to make in their next job. Firms then apply to candidates by offering them a bid salary, solely based on the candidate’s résumé and ask salary. If the candidate is hired, a final salary is recorded. After adjusting for résumé characteristics, the ask gap is 2.9%, the bid gap is 2.2%, and the final offer gap is 1.4%. Further controlling for the ask salary explains the entirety of the residual gender gaps in bid and final salaries. To further provide evidence of the causal effect of the ask salary on the bid salary, I exploit an unanticipated change in how candidates were prompted to provide their ask. For some candidates in mid-2018, the answer box used to solicit the ask salary was changed from an empty field to an entry prefilled with the median bid salary for similar candidates. I find that this change drove the ask, bid, and final offer gaps to zero. In addition, women did not receive fewer bids or final offers than men did due to the change, suggesting they faced little penalty for demanding comparable wages." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Full-time employment is all that matters? Quantifying the role of relevant and gender-exclusive life course experiences for gender inequalities (2024)
Zitatform
Rowold, Carla (2024): Full-time employment is all that matters? Quantifying the role of relevant and gender-exclusive life course experiences for gender inequalities. (MPIDR working paper / Max Planck Institute for Demographic Research 2024-021), Rostock, 95 S. DOI:10.4054/MPIDR-WP-2024-021
Abstract
"Gender Pension Gaps (GPG) represent crucial indicators of gender inequalities over the life course and reflect the value welfare states place on different types of work. Despite reaching higher levels, they receive less attention than other gender inequalities, such as gender wage gaps. More generally, research on gender inequalities typically focuses on selected sets of life course summary measures, predominantly the employment duration, to explain gender inequalities across the life course. Taking a life course perspective and using data from the Survey of Health, Ageing, and Retirement in Europe (SHARE) for the Netherlands and West Germany, I propose an innovative combination of machine learning, sequence analysis, and decomposition techniques, allowing for a new perspective on gender inequalities over the life course. The study contributes by disentangling which specific life course elements are most relevant for pension inequalities and quantifies the role of gender-exclusive life-course experiences for gender disparities. I find that the duration, timing, order of life-course states, and overall life course complexity matter for pension income inequalities in both pension systems. Specifically, the duration, timing, and order of care work experiences are more crucial pension predictors than employment duration, which has been the primary focus of previous research. The largest parts of the GPGs are attributable to gender-exclusive life course experiences: There is no male counterpart for the female engagement in care work, which is poorly rewarded in pension systems. Future research and policymakers likely benefit from considering such gender-specific combinations of life-course experiences and applications of the methodological approach to other inequalities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Making and Breaking Gender Inequalities in Work (2024)
Rönnmar, Mia; Hayter, Susan;Zitatform
Rönnmar, Mia & Susan Hayter (Hrsg.) (2024): Making and Breaking Gender Inequalities in Work. (ILERA Publication series), Boca Raton: Elgar, 206 S. DOI:10.4337/9781035337477
Abstract
"This timely book expertly analyses the persistence of gender inequalities in work. Despite the progress made through frameworks regulating work and employment relations, the COVID-19 pandemic exposed and exacerbated gender divides in labour markets. The authors present innovative ways to promote gender equality in a variety of industrial relations systems, welfare state models and labour market sectors." (Author's abstract, IAB-Doku, © Elgar) ((en))
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Literaturhinweis
Unraveling the Gender Wage Gap: Exploring Early Career Patterns among University Graduates (2024)
Zitatform
Sandner, Malte & Ipek Yükselen (2024): Unraveling the Gender Wage Gap: Exploring Early Career Patterns among University Graduates. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17293), Bonn, 42 S.
Abstract
"A large body of literature has shown that the gender wage gap is small in the first years after graduation and increases gradually with age, largely because of family decisions, i.e., a penalty caused by childbirth. However, the gender wage gap immediately after graduation has received less attention. Using a unique dataset that links 5,000 university graduates with master’s degrees or equivalent from a large German university to detailed employment records from the German social security register, we specifically analyze the gender wage gap at the first job and its dynamics during the initial years of their careers after graduation. We find that a significant gender wage gap already exists in the first job after graduation, even before most young individuals make family decisions. However, this gender wage gap decreases in the first year after entering the labor market and then increases slowly over time. We attribute this initial decrease in the gender wage gap to female university graduates experiencing greater returns from firm and occupational changes than their male counterparts. This suggests that women may use these changes to address skill mismatches, which are more common among women than men in their first job." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Miss-Allocation: The Value of Workplace Gender Composition and Occupational Segregation (2024)
Schuh, Rachel;Zitatform
Schuh, Rachel (2024): Miss-Allocation: The Value of Workplace Gender Composition and Occupational Segregation. (Staff reports / Federal Reserve Bank of New York 1092), New York, NY, 98 S. DOI:10.59576/sr.1092
Abstract
"I analyze the value workers ascribe to the gender composition of their workplace and the consequences of these valuations for occupational segregation, tipping, and welfare. To elicit these valuations, I survey 9,000 U.S. adults using a hypothetical job choice experiment. This reveals that on average women and men value gender diversity, but these average preferences mask substantial heterogeneity. Older female workers are more likely to value gender homophily. This suggests that gender norms and discrimination, which have declined over time, may help explain some women’s desire for homophily. Using these results, I estimate a structural model of occupation choice to assess the influence of gender composition preferences on gender sorting and welfare. I find that workers’ composition valuations are not large enough to create tipping points, but they do reduce female employment in male-dominated occupations substantially. Reducing segregation could improve welfare: making all occupations evenly gender balanced improves utility as much as a 0.4 percent wage increase for women and a 1 percent wage increase for men, on average." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Female university students may settle for considerably lower starting salaries than their male Peers (Series: "Education and the Labour Market") (2024)
Zitatform
Setzepfand, Paul & Ipek Yükselen (2024): Female university students may settle for considerably lower starting salaries than their male Peers (Series: "Education and the Labour Market"). In: IAB-Forum H. 16.09.2024 Nürnberg. DOI:10.48720/IAB.FOO.20240916.02
Abstract
"According to a survey conducted by the IAB, female university students have different salary expectations than male students. They would accept a starting salary that is 15.6 percent lower than that of their male peers. There is also a gender gap of a similar magnitude in their expected starting wages. This is not only due to the fact that women tend to study different subjects than men." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch deutschsprachig erschienen -
Literaturhinweis
Women's Labour Market Attachment and the Gender Wealth Gap (2024)
Zitatform
Sierminska, Eva, Daniela Piazzalunga & Markus Grabka (2024): Women's Labour Market Attachment and the Gender Wealth Gap. In: The B.E. Journal of Economic Analysis and Policy, Jg. 24, H. 4, S. 1045-1071. DOI:10.1515/bejeap-2023-0259
Abstract
"This article examines the evolution of the gender wealth gap in Germany during the first decade of the XXI century. This period is characterized by an increase in labour supply of women and change in occupational structure due to numerous reforms undertaken by the government. We use the Firpo, Fortin, Lemieux detailed decomposition technique throughout the wealth distribution to identify the main factors explaining the gap over time. Findings indicate that an increase in the labour market participation of women and the resulting changes in the occupational structure are accompanied by positive changes in women’s wealth accumulation, which reduce the gender wealth gap. The role of permanent income decreases due to a reduction both in the gender difference in average permanent income and in gender differences in its returns. There remain substantial differences in the way women and men accumulate wealth. Policy interventions to further reduce the gap are discussed." (Author's abstract, IAB-Doku, © De Gruyter) ((en))
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Literaturhinweis
Intersections and Commonalities: Using Matching to Decompose Wage Gaps by Gender and Nativity in Germany (2024)
Zitatform
Sprengholz, Maximilian & Maik Hamjediers (2024): Intersections and Commonalities: Using Matching to Decompose Wage Gaps by Gender and Nativity in Germany. In: Work and occupations, Jg. 51, H. 2, S. 249-286. DOI:10.1177/07308884221141100
Abstract
"We investigate intersecting wage gaps by gender and nativity by comparing the wages between immigrant women, immigrant men, native women, and native men based on Western German survey data. Adding to the analytical diversity of the field, we do a full comparison of group wages to emphasize the relationality of privilege and disadvantage, and we use a nonparametric matching decomposition that is well suited to address unique group-specific experiences. We find that wage (dis)advantages associated with the dimensions of gender and nativity are nonadditive and result in distinct decomposition patterns for each pairwise comparison. After accounting for substantial group differences in work attachment, individual resources, and occupational segregation, unexplained wage gaps are generally small for comparisons between immigrant women, immigrant men, and native women, but large when either group is compared to native men. This finding suggests that the often presumed “double disadvantage” of immigrant women is rather a “double advantage” of native men." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Parents' hourly wages in female same-sex and different-sex couples: The role of partner's gender and employers (2024)
Zitatform
Stückradt, Katharina, Eva Jaspers, Ruben van Gaalen & Weverthon Machado (2024): Parents' hourly wages in female same-sex and different-sex couples: The role of partner's gender and employers. In: Journal of Family Research, Jg. 36, S. 66-84. DOI:10.20377/jfr-960
Abstract
"Objective: This research article investigates the relationship between parenthood and wages, considering the partner's gender and the influence of employers on wage trajectories for birth and non-birth mothers and fathers. Background: It offers a novel examination whether the gender of the partner affects the wage outcomes for birth mothers and explores the differential impact of employers on wages for birth and non-birth mothers, using Dutch register data. Method: Utilizing OLS regression, Heckman selection, and fixed-effects models, this study focuses on all Dutch couples who had their first child between 2008 and 2014 in the Netherlands, from two years prior to the birth until two years after birth. Results: Consistent with human capital theory, the findings reveal a consistent and unfavourable wage development for birth mothers, regardless of whether they are in same-sex couples or different-sex couples. The wage development for non-birth mothers in female same-sex couples resembles that of fathers, showing a more positive trajectory compared to birth mothers. Furthermore, the analysis indicates that employers do not differentiate in their treatment of birth and non-birth mothers, suggesting that biological constraints associated with motherhood impact wages of birth mothers, while both their male and female partners ’ wages do not decline. Conclusion: The study contributes to the existing literature in family sociology, highlighting the need for policies and interventions that address the specific challenges faced by birth mothers in the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender, careers and peers' gender mix (2024)
Zitatform
Tafti, Elena Ashtari, Mimosa Distefano & Tetyana Surovtseva (2024): Gender, careers and peers' gender mix. (CEP discussion paper / Centre for Economic Performance 2008), London, 50 S.
Abstract
"We use Italian Social Security data to study how the gender composition of a worker’s professional network influences their career development. By exploiting variation within firms, occupations, and labor market entry cohorts, we find that young women starting their careers alongside a higher share of female peers experience lower wage growth, fewer promotions and increased transitions into nonemployment. In contrast, male workers appear unaffected. The analysis reveals that these genderspecific effects are largely driven by structural differences in the networks of men and women. Networks predominantly composed of women appear to be less effective in the labor market. Women, who experience higher attrition and lower promotion rates, have fewer connections to employment opportunities, and their connections tend to be less valuable. When accounting for these differences, we find that connections among female peers offer a crucial safety net during adverse employment shocks. Our findings highlight the critical role of early-career peers and provide a new perspective on the barriers to career advancement for women." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gendered wage returns to changes in non-routine job tasks: Evidence from Germany (2024)
Zitatform
Wicht, Alexandra, Nora Müller & Reinhard Pollak (2024): Gendered wage returns to changes in non-routine job tasks: Evidence from Germany. In: Research in Social Stratification and Mobility, Jg. 93. DOI:10.1016/j.rssm.2024.100963
Abstract
"The labor market exhibits persistent occupational segregation by gender, with women and men performing distinct job tasks within their occupations. Prior research suggests that non-routine job tasks generally lead to higher wages, especially in digitally advancing contexts. However, these findings are largely based on crosssectional data and neglect gender as a relevant dimension of inequality. We analyze three-wave panel data over nine years from the German National Educational Panel Study to explore the relationship between changes in non-routine job tasks and wages by gender. Given the constrained wage-setting opportunities within German firms, we further examine whether the association between task changes and wages differs for employees with and without job changes, both within and across occupational segments. Our fixed-effect regression analyses reveal gender-specific associations between changes in non-routine job tasks and wage increases. Men benefit from performing more complex and autonomous tasks, with additional gains when an inter-segmental job change accompanies the increase in complex job tasks. Conversely, women do not see wage benefits from enhancements in either complex or autonomous job tasks. These findings underscore the gendered patterns of wage increases associated with advancements in non-routine job tasks, with men profiting intra-individually from shifts towards more non-routine job tasks." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Do Women Pay for Working from Home? Exploring Gender Gaps in Pay and Wellbeing by Work Location in the UK Cohort Studies (2024)
Zitatform
Wielgoszewska, Bożena, Alex Bryson, Heather Joshi & David Wilkinson (2024): Do Women Pay for Working from Home? Exploring Gender Gaps in Pay and Wellbeing by Work Location in the UK Cohort Studies. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17405), Bonn, 21 S.
Abstract
"Working from home (wfh) has seen a rise in prevalence, particularly in the wake of the COVID-19 pandemic. Although it is widely believed that wfh enables employees to better combine paid work with domestic duties, potentially enhancing work-life balance, emerging evidence suggests that it may also hinder career advancement and adversely affect mental health, with notable impacts on women. We employ longitudinal data from three British Cohort Studies, collected one year into the COVID-19 pandemic, to investigate the characteristics of those who report working from home and the relationship with gender disparities in hourly wages, mental health, and well-being. Using longitudinal data also allows us to control for cohort members' labour market situation prior to the pandemic, thereby helping to isolate the pandemic's effects. Our findings indicate that individuals who work from home typically receive higher wages compared to those who work from employers' premises, but the gender wage gap is most pronounced among those who work from home. Furthermore, consistent with the flexibility paradox, our analysis reveals that women who work from home - particularly those who work hybrid - experience the most detrimental mental health outcomes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender Pay Gap in the United Kingdom and in Germany (Video) (2024)
Zitatform
Winters, Jutta; Alan Manning (sonst. bet. Pers.) (2024): Gender Pay Gap in the United Kingdom and in Germany (Video). In: IAB-Forum H. 08.03.2024 Nürnberg. DOI:10.48720/IAB.FOO.20240308.02
Abstract
"The 8th of March marks the annual International Women’s Day. Wages are an important factor in driving gender parity. In a video interview Professor Alan Manning talks about the gender pay gap between men and women in the United Kingdom and in Germany." (Author's abstract, IAB-Doku) ((en))
Beteiligte aus dem IAB
Winters, Jutta; -
Literaturhinweis
Parenthood, earnings, and the relevance of family formation sequences (2024)
Zitatform
Yu, Wei-hsin & Janet Chen-Lan Kuo (2024): Parenthood, earnings, and the relevance of family formation sequences. In: Social science research, Jg. 121. DOI:10.1016/j.ssresearch.2024.103027
Abstract
"Prior research sheds little light on how shifts in family formation trajectories have implications for recent cohorts’ earnings gains and losses with childbearing. Using longitudinal data from a contemporary cohort, we examine how the pay premium or penalty for parents varies by their relationship status at childbirth and subsequent changes in the status. Fixed effects models show that children born to unpartnered women are associated with substantial pay penalties for the mothers. Conversely, women giving birth within cohabiting or marital unions experience small or no motherhood penalties. For residential fathers, only children born after marriage are linked to pay increases. Men having children while cohabiting or unpartnered receive no fatherhood premiums even if they later transition into marriage. Married mothers’ earnings outcomes also depend on their sequence of marriage and childbearing. Whereas women bearing children before marriage encounter a substantial motherhood penalty, those doing so after marriage face none. The variation in parenthood penalties or premiums by childbearing context cannot be entirely elucidated by the differences in the age of entering parenthood, ethnoracial composition, education, or pre-parenthood earnings growth rate among people having children in various contexts. We suggest that the family formation sequence is related to individuals’ expectations and the support they receive for their parental roles, which shape parenthood earnings outcomes." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Taxing Wages 2024: Tax and Gender through the Lens of the Second Earner (2024)
Zitatform
(2024): Taxing Wages 2024. Tax and Gender through the Lens of the Second Earner. (Taxing wages / OECD 2024), Paris, 676 S. DOI:10.1787/dbcbac85-en
Abstract
"This annual publication provides details of taxes paid on wages in OECD countries. This year’s edition focuses on fiscal incentives for second earners in the OECD and how tax policy might contribute to gender gaps in labor market outcomes. For the year 2023, the report also examines personal income taxes and social security contributions paid by employees, social security contributions and payroll taxes paid by employers, and cash benefits received by workers. It illustrates how these taxes and benefits are calculated in each member country and examines how they impact household incomes. The results also enable quantitative cross-country comparisons of labor cost levels and the overall tax and benefit position of single persons and families on different levels of earnings. The publication shows average and marginal effective tax rates on labor costs for eight different household types, which vary by income level and household composition (single persons, single parents, one or two earner couples with or without children). The average tax rates measure the part of gross wage earnings or labour costs taken in tax and social security contributions, both before and after cash benefits, and the marginal tax rates the part of a small increase of gross earnings or labour costs that is paid in these levies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
2024 report on gender equality in the EU (2024)
Zitatform
(2024): 2024 report on gender equality in the EU. (... report on gender equality in the EU / European Commission, Justice and Consumers), Luxembourg, 75 S. DOI:10.2838/401813
Abstract
"(...) the 2024 report on gender equality in the EU takes stock of the main initiatives from March 2023 until February 2024 to advance gender equality in the Strategy ’s key areas , namely: - Being free from violence and stereotypes; - Thriving in a gender-equal economy; - Leading equally throughout society; - Gender mainstreaming and funding; and - Promoting gender equality and women’s empowerment across the world. The report focuses on the keyactions and achievements of EU institutions in this area. It also provides encouraging examples of legislative and policy developments by Member States (indicated in the boxes), and work by EU-funded projects in the above areas." (Text excerpt, IAB-Doku) ((en))
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Literaturhinweis
Gender differences in fairness evaluations of own earnings in 28 European countries (2023)
Zitatform
Adriaans, Jule & Matteo Targa (2023): Gender differences in fairness evaluations of own earnings in 28 European countries. In: European Societies, Jg. 25, H. 1, S. 107-131. DOI:10.1080/14616696.2022.2083651
Abstract
"Women tend to evaluate their own pay more favorably than men. Contented women are speculated to not seek higher wages, thus the ‘paradox of the contented female worker’ may contribute to persistent gender pay differences. We extend the literature on gender differences in pay evaluations by investigating fairness evaluations of own earnings and underlying conceptions of fair earnings, providing a closer link to potential subsequent wage demands than previous literature. Using European Social Survey (2018/2019) data, we find no evidence that women evaluate their own earnings more favorably than men. In 15 out of the 28 analyzed countries, women actually report more intense levels of perceived unfairness. Studying fair markups on unfair earnings, i.e. the relative distance between the earnings received and earnings considered fair, we find that women report the same, if not lower, fair markups compared to men in most countries; thus indicating limited potential for perceived unfairness as a driving force to reduce the gender pay gap in Europe." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Gender Wage Gap and Parenthood: Occupational Characteristics Across European Countries (2023)
Zitatform
Adsera, Alícia & Federica Querin (2023): The Gender Wage Gap and Parenthood: Occupational Characteristics Across European Countries. In: European Journal of Population, Jg. 39. DOI:10.1007/s10680-023-09681-4
Abstract
"Different strands of research analyse gender occupational differences and how they relate to differential earnings, especially among parents juggling family demands. We use rich data from PIAAC across a subset of European countries and match occupational characteristics to individuals’ jobs using the O*NET database to analyse, first, whether there are gender differences in the occupational characteristics of jobs, particularly among parents, and second, whether the return to key occupational characteristics varies by gender. Compared to men, women’s jobs generally require more contact with others, less autonomy in decision-making, and less time pressure. In addition, positions held by mothers involve both less leadership expectations and less intensive use of machines than those held by fathers. Further, mothers receive a lower return to both of these occupational characteristics than fathers do. Finally, even though gaps in occupational characteristics such as leadership jointly with the differential sorting of mothers and fathers across sectors explain part of the gender wage gap in Oaxaca–Blinder decomposition models, especially in Continental Europe, a large share remains unexplained particularly in Eastern and Southern European countries." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Closing the Gender Gap in Salary Increases: Evidence from a Field Experiment on Promoting Pay Equity (2023)
Zitatform
Alfitian, Jakob, Marvin Deversi & Dirk Sliwka (2023): Closing the Gender Gap in Salary Increases: Evidence from a Field Experiment on Promoting Pay Equity. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16278), Bonn, 23 S.
Abstract
"We present a natural field experiment on promoting pay equity through simple modifications to the salary review process involving 623 middle managers and 8,951 subordinate employees of a large technology firm. We first document a gender gap not only in salary levels but also in salary increases. Our treatments provide for a gender-blind reallocation of the salary increase budget available to middle managers aimed at promoting pay equity, along with different variants of a corresponding decision guidance. We show that the budget reallocation combined with an explicit decision guidance, while still leaving middle managers discretion in allocating the budget, can completely eliminate the gender gap in salary increases. The treatments also do not appear to undermine the desired performance differentiation in salary increases. We thus show that simple modifications to the salary review process can go a long way toward achieving pay equity by preventing gender gaps from widening throughout employees' careers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Promoting gender equality to strengthen economic growth and resilience (2023)
Andre, Christophe; Causa, Orsetta; Unsal, Filiz; Sutherland, Douglas; Soldani, Emilia;Zitatform
Andre, Christophe, Orsetta Causa, Emilia Soldani, Douglas Sutherland & Filiz Unsal (2023): Promoting gender equality to strengthen economic growth and resilience. (OECD Economics Department working papers 1776), Paris, 23 S. DOI:10.1787/54090c29-en
Abstract
"Women's employment rates and wages are still lagging those of men across OECD countries, with average employment and wage gaps now around 15% and 12% respectively. Gaps narrowed at a relatively modest pace over the past decade, calling for further policy action. A lack of affordable high-quality childcare is often an obstacle to women's participation in the labor market and notably to working full time. A very unequal sharing of parental leave between parents and challenges upon return to work further hampers women's careers. Biases in the tax system may discourage women from working in some countries. Women face disadvantage in accessing management positions and entrepreneurship. A range of policies can help reduce gender gaps, including better childcare provision, incentivizing parents to better share parental leave, re-skilling and upskilling on return from parental leave, encouraging gender equality within firms, integration programs for foreign-born women, promoting women entrepreneurship and financial inclusion, and levelling taxation for second earners. Moreover, the multiple dimensions and root causes of gender inequality call for mainstreaming gender across policy domains." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Civil rights experiments versus enrichment experiments in wage gap analysis (2023)
Zitatform
Asali, Muhammad (2023): Civil rights experiments versus enrichment experiments in wage gap analysis. In: Applied Economics Letters, Jg. 30, H. 10, S. 1395-1399. DOI:10.1080/13504851.2022.2056124
Abstract
"The choice of the non-discriminatory vector of returns in Oaxaca-Blinder wage gap decompositions affects the results. Rather than being arbitrary, that choice should depend on the nature of the intended policy to address wage differentials in the labour market. The effectiveness of policies at the extensive margin, such as those offering greater access to higher education, is better estimated by the explained part of the wage gap, when choosing the lower-wage group’s vector of returns as non-discriminatory (the ‘enrichment experiment’). Alternatively, the effectiveness of affirmative action policies is better estimated by the unexplained part of the wage gap, when choosing the higher-wage group’s vector of returns as non-discriminatory (the ‘civil rights experiment’). We provide an example of applying this methodology for ethnic and gender wage differentials in the Georgian labour market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How the 1963 Equal Pay Act and 1964 Civil Rights Act Shaped the Gender Gap in Pay (2023)
Bailey, Martha J.; Helgerman, Thomas E.; Stuart, Bryan A.;Zitatform
Bailey, Martha J., Thomas E. Helgerman & Bryan A. Stuart (2023): How the 1963 Equal Pay Act and 1964 Civil Rights Act Shaped the Gender Gap in Pay. (NBER working paper / National Bureau of Economic Research 31332), Cambridge, Mass, 44 S.
Abstract
"In the 1960s, two landmark statutes—the Equal Pay and Civil Rights Acts—targeted the long-standing practice of employment discrimination against U.S. women. For the next 15 years, the gender gap in median earnings among full-time, full-year workers changed little, leading many scholars and advocates to conclude the legislation was ineffectual. This paper uses two different research designs to show that women's relative wages grew rapidly in the aftermath of this legislation. The data show little evidence of short-term changes in women's employment, but some results suggest that firms reduced their hiring and promotion of women in the medium term." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Persistence of the Gender Earnings Gap: Cohort Trends and the Role of Education in Twelve Countries (2023)
Zitatform
Bar-Haim, Eyal, Louis Chauvel, Janet Gornick & Anne Hartung (2023): The Persistence of the Gender Earnings Gap: Cohort Trends and the Role of Education in Twelve Countries. In: Social indicators research, Jg. 165, H. 3, S. 821-841. DOI:10.1007/s11205-022-03029-x
Abstract
"Studying twelve countries over 30 years, we examine whether women's educational expansion has translated into a narrowing of the gender gap in earnings when including persons with zero earnings. As educational attainment is cohort-dependent, an Age-Period-Cohort analysis is most appropriate in our view. Using the micro data from the Luxembourg Income Study (LIS) Database, we show that while, in terms of attainment of tertiary education, women have caught up and often even outperform men, substantial gender differences in our earnings measure persist in all countries. Using the Blinder-Oaxaca decomposition method in an innovative age-period-cohort approach, we demonstrate that the role of education in explaining gender earnings differences has been limited and even decreased over cohorts. We also conclude that, when including persons not receiving earnings, earnings differences at levels far from gender equality will likely persist in the future, even if the “rise of women” in terms of education continues—as the share of women in higher education increases and the returns to education in particular for women declines." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
The Motherhood Wage and Income Traps (2023)
Zitatform
Barigozzi, Francesca, Helmuth Cremer & Emmanuel Thibault (2023): The Motherhood Wage and Income Traps. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16072), Bonn, 38 S.
Abstract
"We present a simple dynamic model based on on-the-job human capital accumulation affecting the dynamic of wage rates and labor earnings. We show how these dynamics are determined by the interplay between the supply and demand sides of the labor market. The model can generate and explain the different dynamics of women's earnings after childbirth documented in the empirical literature on child penalties. We show that the temporary negative shock in labor supply due to childbearing may create a wage trap and a permanent divergence of labor earnings between genders. Even when the wage trap is avoided, and working mothers are on a path toward a high-wage equilibrium, slow convergence can permanently lose earnings. We use this model to study the impact of different policies on the gender wage gap and child penalties. We show that mandatory maternal leave exacerbates the shock which pleads against long leaves. Similarly, cash transfers to mothers via the income effect on labor supply aggravate gender wage differences. By contrast, temporary subsidies to mothers' wages (possibly in the form of Income Tax Credits) are not only useful to exit the wage trap, but also to speed up recovery and reduce the child penalty when the shock in labor supply is small enough to avoid the wage trap. Other family policies, like formal child-care subsidies and in-kind provision of formal childcare, are potentially useful because they reduce the mothers' cost of labor supply, but they affect mothers' choices only indirectly." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Overconfidence and Gender Equality in the Labor Market (2023)
Zitatform
Bastani, Spencer, Thomas Giebe & Oliver Gurtler (2023): Overconfidence and Gender Equality in the Labor Market. (ECONtribute discussion paper 220), Köln ; Bonn, 46 S.
Abstract
"Using a promotion signaling model in which wages are realistically shaped by market forces, we analyze how male overconfidence combined with competitive workplace incentives affects gender equality in the labor market. Our main result is that overconfident workers exert more effort to be promoted, which translates into a higher probability of promotion and superior wage growth. Interestingly, workers who are not overconfident have higher expected ability conditional on promotion than overconfident workers. However, overconfident workers accumulate more human capital through learning-by-doing and therefore have higher expected productivity. Because overconfident workers compete fiercely, they incur higher effort costs and discourage their colleagues, and we find that overconfidence can be either self-serving or self-defeating for the overconfident worker." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Double qualifications, earnings and gender in Germany (2023)
Zitatform
Bellmann, Lutz & Stephanie Prümer (2023): Double qualifications, earnings and gender in Germany. In: Bulletin of geography. Socio-economic series H. 62, S. 59-69., 2023-12-29. DOI:10.12775/bgss-2023-0034
Abstract
"Nach dem Abitur sind Schulabgänger in Deutschland frei in der Wahl ihres Berufsweges. Beliebt ist dabei der Erwerb einer Doppelqualifikation, indem zunächst eine Lehre absolviert und anschließend ein Studium abgeschlossen wird. Auf Basis der BIBB/BAuA-Erwerbstätigenbefragung 2018 werden in diesem Beitrag die individuellen Auswirkungen dieser Doppelqualifikationen unter Ausnutzung der umfangreichen Bildungsinformationen in den Daten analysiert. Im Vergleich zu früheren Studien stellen wir fest, dass der Anteil der Männer, die eine Doppelqualifikation erworben haben, um 8 Prozentpunkte gesunken ist, während er bei den Frauen nahezu konstant ist. Außerdem stellen wir einen signifikant negativen Effekt der Doppelqualifikation auf die Löhne von Frauen fest, aber keinen signifikanten Effekt auf die Löhne von Männern. Wir vermuten, dass diese Veränderungen mit der Ungleichheit durch die steigende Zahl von Akademikern und der Zunahme der Einkommensungleichheit zusammenhängt." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Is the Gender Pay Gap Largest at the Top? (2023)
Zitatform
Binder, Ariel J., Amanda Eng, Kendall Houghton & Andrew Foote (2023): Is the Gender Pay Gap Largest at the Top? (Working papers / U.S. Census Bureau, Center for Economic Studies 2023-61), Washington, DC, 10 S.
Abstract
"No: it is at least as large at bottom percentiles of the earnings distribution. Conditional quantile regressions reveal that while the gap at top percentiles is largest among the most-educated, the gap at bottom percentiles is largest among the least-educated. Gender differences in labor supply create more pay inequality among the least-educated than they do among the most-educated. The pay gap has declined throughout the distribution since 2006, but it declined more for the most-educated women. Current economics-of-gender research focuses heavily on the top end; equal emphasis should be placed on mechanisms driving gender inequality for noncollege-educated workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Gender Pay Gap and its Determinants across the Human Capital Distribution (2023)
Zitatform
Binder, Ariel J., Amanda Eng, Kendall Houghton & Andrew Foote (2023): The Gender Pay Gap and its Determinants across the Human Capital Distribution. (Working papers / U.S. Census Bureau, Center for Economic Studies 2023-31), Washington, DCÐAWashington, DC, 31 S.
Abstract
"This paper leverages a unique linkage between American Community Survey data and postsecondary transcript records to examine how the gender pay gap, and its proximate determinants, varies across the distribution of education credentials in the 15 years following graduation. Although recent literature focuses on career disparities between the highest-educated women and men, we find evidence that the pay gap is smaller at higher education levels. Field-of-degree and occupation effects explain most of the gap among top bachelor's graduates, while labor supply and unobserved channels matter more for less-competitive bachelor's, associate's, and certificate graduates. This heterogeneity in gap levels and mechanisms is especially large in the first decade following graduation. Our results suggest that contemporary early-career gender inequality lacks a unified explanation and requires different policy interventions for different subgroups. More research is needed to understand the larger unexplained gender pay gap among less-educated individuals." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Why Did Gender Wage Convergence in the United States Stall? (2023)
Zitatform
Blair, Peter Q. & Benjamin Posmanick (2023): Why Did Gender Wage Convergence in the United States Stall? (NBER working paper / National Bureau of Economic Research 30821), Cambridge, Mass, 63 S. DOI:10.3386/w30821
Abstract
"During the 1980s, the wage gap between white women and white men in the US declined by approximately 1 percentage point per year. In the decades since, the rate of gender wage convergence has stalled to less than one-third of its previous value. An outstanding puzzle in economics is "why did gender wage convergence in the US stall?" Using an event study design that exploits the timing of state and federal family-leave policies, we show that the introduction of the policies can explain 94% of the reduction in the rate of gender wage convergence that is unaccounted for after controlling for changes in observable characteristics of workers. If gender wage convergence had continued at the pre-family leave rate, wage parity between white women and white men would have been achieved as early as 2017." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: HCEO working paper, 2023,001
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Aspekt zurücksetzen
- Erwerbsbeteiligung von Frauen
- Erwerbsbeteiligung von Männern
- Kinderbetreuung und Pflege
- Berufliche Geschlechtersegregation
- Berufsrückkehr – Wiedereinstieg in den Arbeitsmarkt
- Dual-Career-Couples
- Work-Life
- Geschlechtsspezifische Lohnunterschiede
- Familienpolitische Rahmenbedingungen
- Aktive/aktivierende Arbeitsmarktpolitik
- Arbeitslosigkeit und passive Arbeitsmarktpolitik
- geografischer Bezug